Unique Presentation Identifier:
P37
Program Type
Graduate
Faculty Advisor
Dr. Jeremy Schwehm
Document Type
Poster
Location
Face-to-face
Start Date
29-4-2025 11:30 AM
Abstract
Neurodivergent individuals make up a significant percentage of the population and yet lag in employment due to employment barriers of the traditional workplace. While the benefits of a diverse workplace are well documented, there is still a large deficit when it comes to neurodiversity equitable access. To attract and retain a neurodiverse workforce, organizations must make changes that align with research-backed methods for policy building and in turn change the organizational leadership focus to a transformational, growth-based framework.
This applied project focuses on organizational policy initiatives that support the neurodivergent employee, with an emphasis on accommodations and modifications, inclusion, and leadership frameworks for management. The research targeted studies conducted with neurodivergent individuals within the workforce. The research is globally applicable, with emphasis on United States employment culture and law, and spans from 1999-present. A qualitative research approach is used by combining policy analysis, research on neurodiversity in the workplace, and proposed recommendations. Data collection consisted of review of documents, peer-reviewed studies, and other existing literature. The focus of this applied project was on Neurodivergent individuals but does not consider the broader disability community, though many policies would translate.
The two primary objectives of this applied project were to a) determine what accommodations impact neurodivergent individuals in the workplace positively and b) to create a set of guidelines and best practices that introduce these accommodations. Likewise, attention is dedicated to the application and integration of policy suggestions into the modern workplace.
Overall findings indicate that there is an abundance of low-cost accommodations and solutions available to increase equitable access for neurodiverse employees. The research conducted links workplace accommodations to improved outcomes and employability for the neurodiverse candidate. While research demonstrates that individualized consideration is paramount for the neurodiverse employee, the best way to deliver these individualized accommodations is through an overarching change in the organization’s leadership framework.
Recommended Citation
Taylor, Renae, "Organizational Policy Initiatives for a Neurodiverse Workforce" (2025). ATU Student Research Symposium. 36.
https://orc.library.atu.edu/atu_rs/2025/2025/36
Included in
Adult and Continuing Education Commons, Diversity, Equity, and Inclusion Commons, Leadership Commons, Training and Development Commons
Organizational Policy Initiatives for a Neurodiverse Workforce
Face-to-face
Neurodivergent individuals make up a significant percentage of the population and yet lag in employment due to employment barriers of the traditional workplace. While the benefits of a diverse workplace are well documented, there is still a large deficit when it comes to neurodiversity equitable access. To attract and retain a neurodiverse workforce, organizations must make changes that align with research-backed methods for policy building and in turn change the organizational leadership focus to a transformational, growth-based framework.
This applied project focuses on organizational policy initiatives that support the neurodivergent employee, with an emphasis on accommodations and modifications, inclusion, and leadership frameworks for management. The research targeted studies conducted with neurodivergent individuals within the workforce. The research is globally applicable, with emphasis on United States employment culture and law, and spans from 1999-present. A qualitative research approach is used by combining policy analysis, research on neurodiversity in the workplace, and proposed recommendations. Data collection consisted of review of documents, peer-reviewed studies, and other existing literature. The focus of this applied project was on Neurodivergent individuals but does not consider the broader disability community, though many policies would translate.
The two primary objectives of this applied project were to a) determine what accommodations impact neurodivergent individuals in the workplace positively and b) to create a set of guidelines and best practices that introduce these accommodations. Likewise, attention is dedicated to the application and integration of policy suggestions into the modern workplace.
Overall findings indicate that there is an abundance of low-cost accommodations and solutions available to increase equitable access for neurodiverse employees. The research conducted links workplace accommodations to improved outcomes and employability for the neurodiverse candidate. While research demonstrates that individualized consideration is paramount for the neurodiverse employee, the best way to deliver these individualized accommodations is through an overarching change in the organization’s leadership framework.